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Building Trust between Management and Employees
Written by: David LiddellArticle Overview: Employees are the ones that can in fact have a positive or negative effect not only on your company’s reputation but the success of your company as well. Those managers that are able to maintain and develop trust among their employees are the ones that have longer employee retention.
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Free Download - Is Supervision Part of Leadership? By David Liddell |
Building Trust between Management and Employees
As a manager that has employees, you probably realize that employees are the glue that holds your ship together. They are the ones that can in fact have a positive or negative effect not only on your company’s reputation but the success of your company as well. Those managers that are able to maintain and develop trust among their employees are the ones that have longer employee retention, higher employee morale, loyalty and increased productivity which leads to better revenues. In this brief article, we’ll discuss proven techniques that you can use in building trust between management and employees.
First of all, trust your employees and expect them to excel in their endeavors. For instance, If you going into the relationship expecting your employees to fail or do something that will cause your company harm then they will likely not disappoint you. On the same token, if you display trust and respect from the very beginning then they’ll likely follow suit with the same trust and respect.
Second, encourage independence. If you micromanage their every move and don’t encourage them to be the best they can be, they will come to dislike and not respect you. In their minds, they’ll feel as if you don’t trust them and they in turn won’t trust you either.
Third, treat your employees how you expect to be treated. This means that you must establish a cooperative work relationship from the beginning. This can be done by displaying a positive attitude at all times. Learn to see the good in your employees and encourage them to achieve personal and professional success. This will help create a very strong and trustworthy relationship with your employees.
Fourth, offer constructive criticism and accolades as well. No one expects you to see only the good in your employees and no one expects you to see all bad. To be a good manager means giving out healthy doses of constructive criticism and accolades. By doing both, you’ll strengthen the work relationship and will foster a sense of commitment and loyalty within your employee as they’ll feel as if you’re genuine and trustworthy.
In conclusion, as a manager it is your responsibility to build trust between management and employees. This will be accomplished by trusting them, encouraging independence, treating your employees how you expect to be treated, offering constructive criticism and accolades. Once you do this, you’ll see that they consistently display trustworthy attributes and trust you as well.
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Article Tags: accolades, commitment, loyalty, morale, relationship, respect, rustworthy, trust
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About the Author: David Liddell RSS for David's articles - Visit David's website  trusted advisor to organizations interested in improving their performance and results. Based on more than 20 years of experience in organizational and business development, he objectively evaluates organizations and their employees to identify opportunities for increased efficiencies and productivity. Recognizing that employees play a key role in a company's performance, David utilizes his analysis to create customized employee training and development solutions designed to enhance employee performance, leadership skills, team building, strategy planning and organizational development. He is widely respected for his skills as an expert problem solver, trainer, speaker, facilitator and coach. As a certified 360 Solutions training partner and Profiles International strategic business partner, he brings proven expertise to his creation of customized employee development solutions. Areas of Expertise David has assisted numerous companies in improving employee and organizational performance. Using a blended approach (assessments, training, coaching, strategic planning, and consulting), following is a sample of results achieved:
Background and Credentials Prior to founding SKYE Business Solutions, David honed his skills in organizational and business development, sales and marketing, business growth, and employee retention, training and coaching through his work in the manufacturing, technology distribution, computer software, and information technology consulting industries. David holds a Bachelor of Engineering degree from Concordia University and is active in numerous community and professionals organizations.Click here to visit David's website   Old School vs New School Managers Performance Dashboards Performance Consulting Standing Still or Moving Aimlessly COACHING ACCELERATES SUCCESS |
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1. Money is a non-factor
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3. Building is on the corner of a busy intersection (about to get much busier)
No B.S. Time Management
- A great book I read on Time Management is No B.S. Time Management for Entrepreneurs by Dan Kennedy.
Different Hats
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Alliances & Growth Strategies 10
Hiring & Managing People 8
Mentoring 8-9
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Financial Management 9
Bookkeeping 3 (outsourced as I really hate the fine details like GST0
Administrative Follow Up 6-7 (again have great staff)
Writing & Publishing 9 (getting better all the time!)
Speaking 10 (so I have been told)
Self Promotion 9-10
Web development & Promotion 6-7 (learning more and have brought on players who are 10+)
Babysitting Employees (1 - wont do it, that's why I work so hard to hire and motivate the people I have)
Great topic Kevin!!
Jude
Re: Essential Leadership skills
- Vigilance
Trust
An ability to DELEGATE
Re: Ways to Boost Productivity
- 1. Give Employees More Than a Paycheck
2. Provide Better eSupport Channels to Promote Self-Service
3. Complete your most dreaded tasks first thing in the morning.
4. Outsource as much as possible
5. . Turn off the TV.
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